How can you create a winning onboarding program?

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Onboarding is the process of integrating new hires into your organization, culture, and team. It is a critical component of talent management, as it can affect employee engagement, retention, performance, and productivity. A winning onboarding program can help you attract and retain top talent, reduce turnover costs, and foster a positive work environment. But how can you create one that works for your specific needs and goals? Here are some tips to guide you.

本文章的要点总结

Personalize the journey:

Tailor the onboarding experience to each new hire, ensuring they feel valued and informed. This approach fosters a deeper connection and can boost long-term engagement and retention.
Set clear expectations:

Clearly communicate your company's values, norms, and performance metrics from the start. This establishes a shared understanding of what success looks like in your organization.

本摘要由 AI 和以下专家提供支持

Philip MATHEW

MPM, CIPD (Level 7), Diploma Data…
Babu, Paranji Ramaswamy

Director HR Information Systems at…

1 Assess your current program

Before you design or improve your onboarding program, you need to evaluate your existing one. How effective is it in meeting your objectives, such as reducing time to proficiency, increasing satisfaction, and aligning expectations? What are the strengths and weaknesses of your current program? What feedback have you received from new hires, managers, and mentors? How do you measure and monitor the outcomes of your onboarding program? By assessing your current program, you can identify the gaps and opportunities for improvement.

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Hernan Chiosso, CSPO, SPHR ??

I use AI to help organizations conquer culture, people, product, process, and tech challenges. Fractional CHRO, HR Innovation Consultant, HRTech Product Manager, Remote work expert. productizehr.substack.com
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A great tool for assessing the existing onboarding program is User Journey Maps. They can help you identify highs and lows in the employee experience so that you can focus your improvement effort on those elements of the experience that are causing the highest pain to users.

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Mohammed Ahmed Bin Bekheet

Activation Team Leader at Jisr HR
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One important note to consider is the potential challenges associated with assuming the onboarding of a large number of hires in the future without experiencing them firsthand. By acknowledging these potential negative points, you can proactively mitigate and avoid major setbacks.

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2 Define your onboarding goals and metrics

Once you have a clear picture of your current program, you need to define your onboarding goals and metrics. What are the desired outcomes of your onboarding program, both for the new hires and the organization? How will you measure and track the progress and impact of your onboarding program? What are the key performance indicators (KPIs) and milestones that you will use to evaluate your onboarding program? By defining your onboarding goals and metrics, you can align your program with your strategic objectives and ensure accountability and transparency.

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Philip MATHEW

MPM, CIPD (Level 7), Diploma Data Analysis
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What I have found useful is to be clear on 'expectations' and 'content'. Consider the psyche of a new member and it would be beneficial to bring clarity on the value system, accepted work norms, and performance yardsticks. Bear in mind, that unwritten norms must be explicitly stated. In terms of metrics, consider measuring awareness of goals, strategic milestones, and consumer offering/s. The onboarding process must capture the vital aspects of the strategic direction of the organization.

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Mohammed Ahmed Bin Bekheet

Activation Team Leader at Jisr HR
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Including hires in evaluating the onboarding journey is an important metric that can provide valuable insights into their experience and help identify any onboarding struggles they may have faced. By seeking feedback directly from new hires, you can gather firsthand information about their onboarding process, challenges they encountered, and areas for improvement. This approach promotes a culture of continuous improvement and allows you to make targeted adjustments to enhance the onboarding experience, ensuring a smoother transition and increased satisfaction for new hires.

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3 Design your onboarding content and activities

Next, you need to design your onboarding content and activities. What are the essential skills, knowledge, and behaviors that your new hires need to learn and demonstrate in their role? How will you deliver and reinforce this learning through various methods, such as online courses, workshops, coaching, mentoring, and peer support? What are the key touchpoints and events that you will use to engage and connect your new hires with their colleagues, managers, and culture? How will you personalize and customize your onboarding program to suit the needs and preferences of your new hires? By designing your onboarding content and activities, you can create a comprehensive and engaging learning experience for your new hires.

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4 Implement your onboarding program

After you have designed your onboarding program, you need to implement it. How will you communicate and coordinate your onboarding program with all the stakeholders, such as new hires, managers, mentors, and HR? How will you ensure that your onboarding program is consistent, accessible, and user-friendly across different platforms, devices, and locations? How will you provide feedback and support to your new hires throughout their onboarding journey? How will you handle any challenges or issues that may arise during your onboarding program? By implementing your onboarding program, you can execute your plan and deliver your value proposition to your new hires.

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5 Evaluate and improve your onboarding program

Finally, you need to evaluate and improve your onboarding program. How will you collect and analyze the data and feedback from your onboarding program? How will you report and share the results and insights from your onboarding program with your stakeholders? How will you identify and implement the best practices and lessons learned from your onboarding program? How will you continuously update and enhance your onboarding program based on the changing needs and expectations of your new hires and organization? By evaluating and improving your onboarding program, you can ensure its effectiveness and relevance over time.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Babu, Paranji Ramaswamy

Director HR Information Systems at Lucid Motors, SHRM-SCP, OD, Mindfulness Practitioner, FCA, MBA
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New employee onboarding is all about creating an experience more than performing a set of tasks. By personalizing the experience, new employees feel welcomed, cared for, and excited. Create an integrated experience end-to-end beginning from offer acceptance till Start date + 30/60/90 or even 180 days.

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Igor Snitivker

Global and International Sales, Strategy, Marketing and Business Development Executive with 30 years of experience in 40+ markets
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Unfortunately, all such articles are written according to the same 5-point scenario "starting point - setting goals - developing changed content - implementing the changes - evaluating the changes and adjusting if necessary". But in reality, this scenario doesn't always work. Also, it's much more complicated because change is made by people. Also, change needs to be continuous. And another question - who sets the change metrics, and who makes the change assignment? There are many issues to consider. First and foremost, establishing a system for change. Also, motivating people to make the change. Without these factors, nothing will work. Or rather, there will be a lot of activity without tangible results.

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Mahesh Sheshadri

Helping Businesses Grow by People and Culture | Cofounder, HumanAlpha | Fractional CHRO Solutions | Leadership Development Expert | Author
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A great onboarding experience is among the first touch-points in building a world class employee experience journey map. Your onboarding experience defines the your “employer brand”. The best onboarding experiences correlates to: 1. Reduced attrition in the first 90 days and one year of employee engagement 2. Greater Employee Net Promoter Score (NPS) 3. Faster time for employees to reach optimal productivity level 4. superior cultural and value alignment, and very importantly 5. Top notch strategic alignment, agility and execution excellence of Company goals Thank you Mahesh Sheshadri Cofounder, HumanAlpha Human-alpha.com

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How can you create a winning onboarding program?

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2

3

4

5

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1 Assess your current program

2 Define your onboarding goals and metrics

3 Design your onboarding content and activities

4 Implement your onboarding program

5 Evaluate and improve your onboarding program

6 Here’s what else to consider

Talent Management

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